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They are important components of the learning process,refer to what reinforcers are used (e.g. praise) are used, when and at what frequency (e.g. on fixed or variable) They are precise rules that are used to present/ remove reinforcers/ punishment following a specific operant behaviour.

√ used for reinforcing a new behaviour that previously has not been exhibited

√ leads to rapid learning and will create an association between behaviour and reinforcement, thus no long term learning takes place.

√ frequency of administration- rewarding a behaviour each and every time it occurs

√ It wont lead to long term change in behaviour and once reinforcement is removed, desired behaviour will cease

Intermittent (Partial) Reinforcement

√ use for stable or high behavious

√ Basis for administration:

Interval (time/duration)

Ratio (Response and behaviour)

√ Frequency of administration- rewarding a behaviour often enough to make it worth repeating but not every time the desired behaviour is demonstrated.

√ There are 4 basic types of partial reinforcement schedules:

Variable Interval Schedule (time based)

Given after an average amount of time has passed.

Provides some elements of surprises and produces a slower and steady rate of response

Example: Pop Quiz and Unscheduled inspection

Fixed Ratio Schedule (behaviour based)

Given after a fixed no. of behaviours/ responses have been exhibited regardless of the time that has lapsed between the occurrences of the behaviour

Response rate/ response stability high but with rapid extinction/ disappearance rate when no. of desired behaviour is met

Example: Pierce Rate Plan and Sales Commission

Fixed Interval Schedule (time based)

Given at a fixed or specific amount of time has elapsed regardless of behaviour being exhibited

Easy to use but learning is slow as depends on timing of reinforcer and has a moderately fast extinction rate.

Example: Fixed Pay Period and Tea Breaks in a company

Variable Ratio Schedule (behaviour based)

Most Powerful Schedule for maintaining desired behaviour

Reinforcement Delivered after an unpredictable approximate no. of behaviour are exhibited

Response Rate/ Response stability similar with fixed ratio schedules but extinction of desired behaviour is very slow as when reinforcer/ reward to be given is unknown

Example: Jackpot Machine and Random Quality Checks

Environmental theory of motivation, focus on external factors (what comes after behaviour and not what causes the behaviour in the first place)Make use of reinforcement theories whereby positive & negative reinforcement strengthen desirable behaviour while punishment & extinction weaken undesirable behaviour.

Law of effect• Behavior with pleasant consequences –likely to repeat the behavior/ actions in the future.• Behaviour with unpleasant consequences- unlikely to repeat the behavior/ actions in the future

To maximize value of reinforcement (positive or negative)• Law of contingent reinforcement states that rewards must be contingent on the desired behavior• Law of immediate reinforcement states that reward must be administered ASAP after the desired behavior has occurred.

Learning - Occurs through experince, there is a relatively permanent change in behaviour.

Learning theory- Operant Conditioning

• Behaviour produces consequences.• Future behavior is shaped by its consequences, e.g. what happens to the individual immediately afterward he/she has exhibited the behavior• Learning through reinforcement (reward or punishment)• Tendency to repeat behavior depends on presence/absence of reinforcement (positive/ negative)

Organisational Behaviour Modification

Is the application of the princple of operant condidtioning, modifying behaviour through rewards or punishments, to alter employee behaviour in an organisational setting.

Managers identify what performance-related behaviouris wanted in an employee and encouarges it throught rewards.

If the behaviour is undesired there will be punishments to weaken it.

Steps to implementing OB Mod programme

Step i: Identify the critical behaviour behaviour that is Desirable or undesirable

The behaviour has to be measurable

It affects their job perforamnce

Step 2: Measurement of Critical Behaviour through observation, extraction from existing records done by either internal staff or specialist.

Identify and establish baseline performance

tool used to collect information tally sheet (record the frequency of behaviour in relation to time.

Step 3: Conduct Functional Analysis, to find the cause of the behaiviour and how to correct it.The 3 major force factor are: